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Identifies and addresses subrogation/salvage opportunities or potential fraud occurrences by evaluating the facts of the claim and making referrals to appropriate Recovery or SIU resources for further investigation.
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From sharing our time, talent, and resources to support local non-profit organizations, animal shelters, and environmental beautification and restoration projects – to partnering with eco-conscious vendors and taking steps to reduce our own environmental footprint – we’re to build a better future.
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This is an onsite position located in Jeffersonville, IN. The Human Resources Coordinator is responsible for providing human resources support including but not limited to company policies, recruiting, onboarding, providing employment law expertise, and solving employee relations problems such as investigations, mediations, progressive discipline, employment terminations, etc.
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Basic knowledge of mental and physical characteristics of applicable population group (e.g., growth and development and range of treatment needed), psychotherapy, human behavior, treatment modes, and related issues.
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In conjunction with the Human Resources and Laboratory Admin Director, coordinate departmental interviews, hires, disciplines, and discharges and participate in the supervisory evaluation.
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As a Tax Director, you will: Work with clients and firm partners to determine engagement objectives and assume a lead role in coordinating resources to meet such objectives. Develop engagement budgets, coordinate required resources, bill engagements, and manage performance against stated objectives to ensure that client (deliverables) and firm objectives (engagement economics) are met.
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Mercer is seeking a Project Manager candidate to work as part of ourernment Human Services Consulting (GHSC) PMO office. Project Managerernment Healthcare Consultant - PMO Mercer Description: Mercer'sernment Human Services Consulting (GHSC) practice focuses on the unique and challenging needs of the public health care sector, providing a wide array of consulting services to local, state, and federalernment agencies across the country.
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Logan's is an Equal Opportunity & E-Verify Employer Similar jobs to this include RM, AM, Restaurant Management, Restaurant Assistant Manager, Restaurant Service Manager, Front of House Manager, Server Manager, Dining Room Manager.
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Holistic Wellness Support - Access resources for physical, emotional, and financial wellness through our Employee Assistance Program (EAP). Maximus Wellness Program and Resources - Access a range of wellness programs and resources tailored to your needs.
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One of my top home builder/ developers is on the search for a Land Acquisition Manager ! The Land Acquisition Manager will acquire undeveloped land or finished lots for development. One of my top home builder/ developers is on the search for a Land Acquisition Manager.
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Summary/Objective : The overall responsibility of the Quality Manager will be to ensure products are developed and manufactured that integrate quality and continuous improvement into their processes by implementing quality management systems in a manner which fosters a culture of continuous improvement within the entire organization.
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Responsible for assisting in the completion of general business administration to include payroll, human resources, marketing and financial reporting. Assists General Manager in the selection of Front of House and Back of House employees.
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Our work philosophy celebrates the magic of human connection with the flexibility needed to provide one's most meaningful contribution. Careers that unlock the magic of human connection.
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An Agency must obtain advance written approval from Envista's internal Talent Acquisition or Human Resources team to submit resumes, and then only in conjunction with a valid fully-executed contract approved by the Global Talent Acquisition leader and in response to a specific job opening.
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Process Safety Manager/PSM/PSM Manager/Process Safety/PSM Engineer/Chemical Engineer/Chemical Manufacturing/Engineering/ Process Engineer/Production Engineer/Chemicals/PSM Program/Mechanical Engineer/OSHA/Regulatory/PHA/LOPA/MOC/PSM Elements/Occupational Safety.
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human resources jobs Title: office manager in Jeffersonville, IN
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.